The Influence of E-HRM Implementation on Human Resource Behaviori in Indonesia in The Era Of Industry 4.0 and Society 5.0

Ainun Faridah (Universitas Islam Kalimantan (UNISKA) Muhammad Arsyad Al Banjari)
Khuzaini Khuzaini (Universitas Islam Kalimantan (UNISKA) Muhammad Arsyad Al Banjari)
Syahrial Shaddiq (Universitas Lambung Mangkurat)
Dwi Sogi Sri Redjeki (Universitas Sari Mulia)
Fanlia Prima Jaya (STIMI Banjarmasin)
Yuniana Cahyaningrum (Institut Keguruan dan Ilmu Pendidikan Persatuan Guru Republik Indonesia (IKIP PGRI) Bojonegoro)
Kamsariaty Kamsariaty (Akademi Maritim Nusantara)
Herlina Lusiana (Universitas Islam Kalimantan Muhammad Arsyad Al Banjari)
Sulastini Sulastini (Universitas Islam Kalimantan Muhammad Arsyad Al Banjari)

Hut Publication Business and Management
Vol. 3 No. 1 (2023): Hut Publication Business and Management

Human resource management (HRM) is an important function in an organization to achieve its goals. In recent years, developments in information and communications technology (ICT) have brought about major changes in the way HRM is implemented. One of the innovations in HRM is the application of E-HRM (electronic human resource management). E-HRM is the use of ICT to support HRM functions. Implementing E-HRM can provide various benefits for organizations, such as increasing efficiency and effectiveness, increasing the quality of information, and increasing employee satisfaction. This research aims to examine the influence of implementing E-HRM on human resource behavior in Indonesia. This research uses a survey method with employee respondents from various companies in Indonesia. The research results show that the application of E-HRM has a positive influence on human resource behavior, namely: (1) increasing employee commitment, (2) increasing employee job satisfaction and (3) increasing employee performance